What Does Great Leadership Look Like? (Hint: It’s More Than Just Results.)

When I was given the chance to lead in a corporate setting, I (quite naturally) copied the leadership models I saw around me.

Some leaders delivered results with a lot of top-down “command and control” behavior. Others would try to serve their team by being the hero, swooping in to save the day whenever there was an obstacle. Other teams “needed” me to be more hands-on, so I micromanaged every move. And, to be honest, each of those models worked.

We hit deadlines. We met revenue goals. Projects launched on time. But despite these successes, a nagging question persisted: Was this great leadership?

But there was a cost.

Even as we were accomplishing our goals, I noticed a subtle shift in my team’s behavior. People seemed to be waiting for me to provide answers rather than seeking their own solutions. Initiative waned, creativity diminished, and their sense of ownership disappeared. I remember one project where we were heading toward a significant roadblock, and I realized that people were afraid to tell me we were headed off a cliff! My team’s genius was right there, but I had inadvertently created an environment where they didn’t feel safe enough to speak up.

That’s when I began questioning whether “effective” leadership, narrowly defined by short-term gains, was undermining our long-term potential. I realized those models created unintended consequences: burnout, competition, and a subtle undercurrent of distrust.

Now what?

So, what does great leadership look like? I believe it starts with broadening our definition of success. It’s not just about hitting targets; it’s about fostering human flourishing. It’s about minimizing anxiety, building trust, preventing burnout, and enabling our team members to thrive, professionally and personally.

This broader definition challenges many traditional leadership styles. Fear and control? Micromanagement? Hustle culture? These approaches might deliver short-term results but ultimately erode trust, stifle creativity, and create unsustainable environments.

Great leadership, on the other hand, prioritizes:

• Trust and psychological safety: Creating a space where people feel safe to take risks, voice concerns, and share ideas.
• Empowerment and autonomy: Giving team members the freedom and support to own their work and develop their skills.
• Collaboration and connection: Fostering a culture of teamwork, empathy, and shared purpose.
• Well-being and balance: Recognizing that people are more than just their work, and supporting their overall health and happiness.

Given that definition, where have you seen great leadership at work? What models do you have of outstanding leaders creating results within a community of committed, talented, empowered team members?

Or, maybe you disagree with my premise entirely and have a different definition of great leadership. If so, I’d love to hear about that too.

Hit reply and let me know your thoughts. I read every one, and respond to most!